Manager of Talent Acquisition

The Talent Acquisition Manager leads our recruiting team to attract and hire top talent for our organization. This position is responsible for the end-to-end recruitment cycle, which includes workforce planning, developing job profiles, implementing recruitment strategies, overseeing the ATS, sourcing candidates through digital platforms, coordinating the interview process, and assisting with new employee onboarding. Leads and develops the recruiting team to attract and hire top talent while continuously optimizing the recruitment process. Applicants must have prior HR experience. This role works closely with the VP of Human Resources and senior leadership to understand business needs and develop tailored strategies for talent acquisition while ensuring the company maintains compliance with industry-specific regulations.

Duties/Responsibilities:

• Develop and execute HR strategies that align with organizational objectives across all companies in the portfolio.
• Own recruiting spend by evaluating sourcing options strategically, leveraging low- and no-cost channels before paid advertising, and ensuring all recruiting investments deliver measurable value and efficiency.
• Own the recruiting function end-to-end, with full accountability for outcomes, execution, and continuous improvement.
• Identify recruiting challenges, inefficiencies, and risks early; diagnose root causes and drive solutions without waiting for direction or escalation.
• Serve as the primary point of accountability for recruiting performance, ensuring issues are addressed, resolved, and communicated through completion.
• Demonstrate strong judgment in determining when escalation is necessary, only after exhausting available resources and developing clear recommendations.
• Develop and execute recruiting strategies aligned to business goals, growth plans, and workforce needs.
• Partner with senior leadership, HR, and hiring managers to translate workforce plans into actionable recruiting priorities.
• Own intake rigor, role clarity, and hiring plans to prevent outdated, misaligned, or reactive recruiting activity.
• Build and maintain robust talent pipelines for critical and hard-to-fill roles.
• Design, document, and enforce standardized recruiting processes that eliminate fragmented, inefficient, or individualized ways of working.
• Ensure recruiters and sourcers consistently follow defined workflows, tools, and expectations.
• Continuously assess recruiting processes to eliminate wasted effort, duplication, and low-value administrative work.
• Revamp recruiting operations as needed to improve speed, quality, consistency, and candidate experience.
• Hold the team accountable for adherence to processes, timelines, and standards.
• Define, establish, and own clear team goals and performance metrics (e.g., time-to-fill, cost-per-hire, candidate quality, hiring manager satisfaction).
• Establish a consistent reporting cadence that provides leadership with clear, data-driven insights—not anecdotal updates.
• Use data to identify performance gaps and operational bottlenecks and take corrective action proactively.
• Hold recruiters and sourcers accountable for both results and disciplined execution.
• Act as functional owner of the ATS and recruiting tools, ensuring consistent, effective usage across the team.
• Identify opportunities to automate administrative or low-value tasks while intentionally preserving activities that require human judgment due to compliance, candidate experience, or business impact.
• Partner with HR, Operations, and Technology to implement system improvements that increase efficiency and data integrity.
• Ensure systems support compliance, reporting, and scalability rather than creating friction or inconsistency.
• Lead with authority and presence, setting clear expectations and holding the team accountable for execution, ownership, and follow-through.
• Develop recruiters and sourcers into proactive, strategic contributors, who contribute solutions to others.
• Coach the team on strategic thinking, problem-solving, and professional judgment in workforce planning and candidate selection.
• Foster a culture of trust, clarity, and accountability while reinforcing appropriate escalation protocols.
• Ensure recruiting remains stable, disciplined, and effective during periods of change or transition.
• Maintain a thorough understanding of and compliance with all federal and state regulations, including the Fair Debt Collection Practices Act (FDCPA), Telephone Consumer Protection Act (TCPA), company policies, and internal Standard Operating Procedures to ensure ethical and compliant client interactions.
• Thorough knowledge of applicable Company and departmental policies and procedures as well as the willingness to learn and follow any policy or procedure that may be introduced in the future.
• Maintain an open line of communication with Management.
• Ensure and maintain the confidentiality of all personnel, client, and company information.
• Maintain a positive and professional demeanor during all interactions with clients, fellow employees, and vendors.
• Ability to accept performance feedback in a professional manner.
• Regular attendance and arriving on time to all scheduled shifts and mandatory meetings.
• Other duties as assigned

What We’re Looking For:

Required Skills & Abilities:

• Proven experience in recruitment, with a strong understanding of financial services, legal support, and debt resolution roles.
• Expertise in managing end-to-end recruitment processes.
• Proficiency with Applicant Tracking Systems (ATS).
• Excellent communication and negotiation skills, with the ability to engage and influence candidates and internal stakeholders.
• Data-driven approach to decision-making and recruitment strategy optimization.
• Experience in building and maintaining talent pipelines, using a variety of sourcing channels.
• Proven human resources experience.
• Strong organizational and multitasking skills with attention to detail.
• Ability to work independently in a fast-paced environment while maintaining a strategic focus.

Education & Experience:

• Bachelor’s Degree required in one of the following fields: Human Resources, Business Administration, Psychology, Communications, or Organizational Development
• Master’s Degree (preferred):
• MBA with HR concentration
• Master’s in Human Resource Management or Industrial/Organizational Psychology
• Certifications (preferred):
• PHR/SPHR (Professional in Human Resources / Senior Professional in Human Resources)
• SHRM-CP/SHRM-SCP (Society for Human Resource Management Certified Professional/Senior Certified Professional)
• LinkedIn Certified Professional–Recruiter
• Talent Acquisition Strategist (TAS)
• 5–7 years of experience in recruiting or talent acquisition
• 3–5 years in a supervisory or managerial role
• Proven experience with:
• Full-cycle recruiting (sourcing to onboarding)
• Applicant Tracking Systems (ATS)
• Employer branding and recruitment marketing
• Diversity, equity, and inclusion (DEI) hiring strategies
• Data-driven recruiting and reporting metrics (e.g., time-to-fill, cost-per-hire)
• High-volume or specialized recruiting

Core Values (Standards of Behavior)

To perform the job successfully, an individual should demonstrate the following:

Driven: It's how we get there

• Pedal to the metal. Drive fuels greatness. Pushing yourself to be better.

Caring: It’s why we’re here.

• It's all about others. Walk in their shoes. Show compassion.

Teamwork: It’s having each other’s back.

• Achieving our goals together. Helping each other be the best. Get to the whole by the parts.

Accountability: It’s a way of life.

• Get the job done. Own it. Do what you say.

Attitude: It’s a choice we make.

• First thing you hear is a smile. Making the best of any situation. Attitude is contagious.

Adaptable: It’s how we grow.

• Change is the only constant in life. Move forward or get left behind. Bend. Don't break.

Why Join GRT Financial?

At GRT Financial, you will help individuals regain financial stability and take control of their futures. You’ll join a team built on integrity, care, and shared purpose and play a direct role in shaping the talent that drives our mission.

Comprehensive Benefits

Full-Time Employees Receive:

• Competitive salary: $65,000–$75,000, paid weekly
• Medical, dental, and vision coverage
• FSA and HSA options
• 401(k) with employer match
• Employer-paid Life, Short-Term, and Long-Term Disability insurance
• PTO, holidays, and floating holidays
• Wellness and caregiver support
• Professional development and education assistance
• Access to employee discounts and perks programs

All Employees Receive:

• EAP, financial wellness resources, support programs, and training opportunities

Ready to Make an Impact?

If you’re driven, detail-oriented, and passionate about connecting talent with meaningful work, we’d love to speak with you. Join GRT Financial and help people reclaim their financial future, one hire at a time.

Pay Range

$90,000.00 - $115,000.00 Annually